Archive for January, 2016
I’ve been a Browns fan for 42 years. Sipe, Kosar, and Ozzie were all childhood heroes. I attended the John Elway “Drive” game and while it broke my heart, it only strengthened my bond with the Browns. I am an optimist – I think all Browns fans have to be optimists… there’s a “next year will be our year” mentality that gives us hope and maybe even keeps us sane.
Last week, the Browns made a bold move when they announced Paul DePodesta would be there Chief Strategy Officer. Why so bold? DePodesta doesn’t bring front office expertise from another football team – his previous position was with the New York Mets, LA Dodgers, Oakland A’s, and Cleveland Indians (Go Tribe!)… baseball teams, including one who appeared in the World Series last year. DePodesta is part of a “new breed” of sports executives started by the Moneyball era (which DePodesta should get full credit for) in baseball, making its way into basketball and perhaps, with this move, impacting football. The long and the short of this strategy is making decisions based on analytics rather than what your “lying eyes” may tell you.
DePodesta goes on to make a compelling case for his hiring. So wow – maybe we can learn something good, organizationally, from the Browns. DePodesta is being asked to look at the organization as a whole, not make decisions on which wide receiver will start against the Steelers. He explained the thinking behind this move in his press conference saying that “great organizations… do something that separates them from the competition. Usually that something is a process or set of systems that differentiates them.”
fast forward to 5:29 mark
Start a wellness program… everyone’s doing it. While that may be sufficient reason for a fifteen year old to do something, the question remains… why should implement one? What are the benefits that outweigh the investment? When executed correctly, these programs not only create employee goodwill and loyalty but they could actually save your company money.
Effective wellness programs have the ability to reduce company costs in a myriad of ways. Employees are able to take fewer sick days if they’re healthier, meaning less delays in projects and maybe even lower the company’s insurance costs.
A well-run wellness program can also increase employee productivity as healthier employees have higher energy and are more engaged. And as you know, engaged employees are the people you want. With this increased amount of energy, employees are more likely to achieve goals, make deadlines and improve customer support.
Having certain onsite programs also provide an option for a much needed ‘brain break’ during the day. It’s recommended that the average American take a break every 50-90 minutes and that the ideal length of a break is around 15-20 minutes. In combining this with a wellness program, you could create a walking group at key times of the day, allowing people to get out of their office chairs, get the blood flowing, and encourage engagement with their coworkers.
It’s that time of year when everyone is thinking about, or more likely breaking their resolutions for 2016. And while you can look at this list as my resolutions for Willory in the coming year, I really want it to be more than that. These are promises to our clients, candidates, partners, friends, and most importantly, my team. It is by following these objectives and committing to the reasons behind them that Willory is poised to have an incredible year.
In the last few months I’ve learned that starting a business was actually easier in many ways than having a company that is five years in (we just celebrated our fifth anniversary). So I am approaching our business in an even more strategic fashion, if that is possible. But to take Willory to the next level, it has to be done. I’m working on a three-year plan that is going to be a strong, leading document for our future. I’m sharing my own goals in hopes that they both give you insights into our business but because they may be helpful in forming your own.
- CLARITY across entire organization regarding the objectives and focus of the company, departments, team members, service offering, branding and positions. With awesome growth, come some growing pains. As we’ve expanded we’ve found that at times we’re not being consistent or clear about what our key objectives are and who is responsible for certain areas..